A reflection of Chapter 6 from the book Seven Secrets of the Savvy School Leader by Robert Evans

1. Nourish to
Flourish
By Laura Brown
Top-down and lateral recognition are key to
fostering a healthy learning environment

2. Recognition
Confirms for teachers, the value of their work and thus makes their work more meaningful and rewarding
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1
2
3
4
Praise
Validation
Celebrate
accomplishments
Honouring effort
Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 92-93) Slide #

3. Build on student strengths rather than attack
weaknesses
Provide encouragement for even the smallest
signs of progress.
Great Teachers
3
So why are teachers’ so malnourished of recognition
even though our work for students is to do precisely that?
We ask “What are we doing wrong?”
It flies in the face of what we know about learning
Slide #

4. Slide #
Recognition not only strengthens learning, stimulates
effort, and raises self-confidence, it leads to better
communication and trust and inclines people to raise
their own performance expectations.
4
- Robert Evans, 2010
“
“
Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 95)

5. Recognition
Inexpensive and uncomplicated
5
Raises Self
Confidence
Improve the
Climate for
Change
Improve
Performance
Meaningful
Recognition
Improve
Morale
Slide #Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 92-95)

6. Innovation & Change
Is encouraged by recognition
Slide # 6
Extend Oneself
When effort is stimulated
and self-confidence is
raised, teachers’ become
less fearful of failure.
Develop New Skills
Learning is stimulated and
teachers are more
motivated to try new things
and develop new skills.
Implement Change
Improved communication
and trust leads to less
anxiety and fear of change.
Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 99)

7. Companies that invest in research and development and
those that depend on staff creativity usually provide all
sorts of inducements to encourage people to propose
and try new initiatives, and they accept the inevitable
“error rate” that comes with experimentation.
7
- Robert Evans, 2010
Slide #
“
“

8. The Google Way
A balance of culture with reward and recognition
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Innovation
Recognition
Creativity
Care
Innovation
20% of Google products were created by employees in
their “free time”
Creativity
Work culture, freedom to explore and the environment
is such that it triggers maximum creativity.
Care
Employees are given a voice, wellness is prioritised, food
and other services are readily available and free.
Recognition
gThankYou notes (peer-to-peer), and a rewards
program that offers experiences, not money - group
rewards encourage bonding. Lots of kudos!
Slide #
More Information
The Google Way of Motivating Employees. (2018, February 26). Retrieved from https://www.cleverism.com/google-way-motivating-employees/

9. Motivators
Which is more powerful over a sustained period of time?
Salary, policy and administration, supervision,
working conditions and relationships with
peers.
Does not generate lasting satisfaction
Extrinsic
The nature of the work itself, responsibility,
achievement, advancement and recognition.
Promotes growth in staff and improves performance
Intrinsic
Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass.(p. 96-97)

10. Savvy Leaders
Natural reinforcers and validators
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Recognition
Wide & Deep
Individually or in
groups, formally and
informally, privately
and publicly
Modelling
Goal Orientated
Model, encourage,
notice and ask,
approve and support,
express appreciation
Creativity
Build Momentum
Reward and
recognise interest,
curiosity, exploration
and questioning
Celebrate
Failure
Avoid Perfectionism
Encouragement to
propose and try new
things - perfect is
the enemy of good
Slide #Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 98-99)

11. Redefine a concept, behaviour, event, or relationship by
situating it in a different context, approaching it from a
different angle.
Reframing
To use recognition effectively
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“Given what you were up against, how good was…”
“What I found most promising was…”
“I really admire how you handled…”
In light of larger challenges, a savvy leader can help people see
that a glass is half full or when the glass is less than half full, that it
is as full as it can currently be (Evans, 2010).
Slide #

12. Recognition should be authentic
Sincerity
When leaders praise or acknowledge, they have to mean it.
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Bland, generic
compliments
Disingenuous
Non specific
Recognition
of this nature
destroys
trust and
respect
Sincerity requires recognition to be earned
and valid.
When achievement can’t be praised,
acknowledge effort and validate challenge.
Slide #
}
Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (pg. 101-103)

13. Lateral Recognition
Strengthen collaboration to encourage collegial recognition
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Peer observations and feedback
to actively learn from one another
01
Engagement in professional
learning communities to
strengthen collaboration
02
Data walks to visit classrooms,
leave feedback and ask questions
03
Slide #Evans, R. (2010). Seven secrets of the savvy school leader: A guide to surviving and thriving. San Francisco: Jossey-Bass. (p. 103-105)

14. to sustain movement in
the right direction
Foster intrinsic motivators
Sincere and authentic
Top-down and lateral
Optimise
Recognition
Nourishment
A well nourished community will flourish